text:
Q: ValueError: Error when checking target: expected dense_3 to have shape (1,) but got array with shape (11,) I'm trying to train my model with Keras and I'm taking this online course from udemy. Now everything works fine but when I try to fit the ANN to the training set it gives the following error. everything works fine but when I EXECUTE this last line it gives the error.
It should work fine without this error or is there any other way to fit the ANN to the training set?
import numpy as np
import pandas as pd
import matplotlib.pyplot as plt

dataset = pd.read_csv('Churn_Modelling.csv')
X = dataset.iloc[:, 3:13].values
y = dataset.iloc[:, 13].values

from sklearn.preprocessing import OneHotEncoder, LabelEncoder
labelencoder_X_1 = LabelEncoder()
X[:, 1] = labelencoder_X_1.fit_transform(X[:, 1])
labelencoder_X_2 = LabelEncoder()
X[:, 2] = labelencoder_X_2.fit_transform(X[:, 2])

onehotencoder = OneHotEncoder(categorical_features = [1])
X = onehotencoder.fit_transform(X).toarray()
X = X[:, 1:]

from sklearn.model_selection import train_test_split
X_train , y_train , X_test, y_test = train_test_split(X,y, test_size = 0.2 , random_state = 0)

#convert X_test into a 'numpy' array to acoid valur error for 1D array
X_test = np.reshape(y, (-1,1))

from sklearn.preprocessing import StandardScaler
sc = StandardScaler()
X_train = sc.fit_transform(X_train)
X_test = sc.fit_transform(X_test)

import keras
from keras.models import Sequential
from keras.layers import Dense

#initializing the ANN
classifier = Sequential()

#adding the input layer and the first hidden layer
classifier.add(Dense(units =6, kernel_initializer = 'uniform' , activation = 'relu', input_dim =11 ))

#adding the second layer
classifier.add(Dense(units = 6 , kernel_initializer = 'uniform' , activation = 'relu'))

#adding the output layer
classifier.add(Dense(units = 1 , kernel_initializer = 'uniform' , activation = 'sigmoid'))

#compiling the ANN
classifier.compile(optimizer = 'adam' , loss = 'binary_crossentropy', metrics = ['accuracy'])
# 'optimizer' is the algorithm that u wanna use for the wights adjustments

#fitting the ann to the trainging set
classifier.fit(X_train , y_train , batch_size =10 , epochs = 100 )

A: It seems that input_shape is not set correctly.
from docs:

Input shape
nD tensor with shape: (batch_size, ..., input_dim). The most common
  situation would be a 2D input with shape (batch_size, input_dim).

In your case input_shape=(X_train.shape[1],)
Try this:
#initializing the ANN
classifier = Sequential()

#adding the input layer and the first hidden layer
classifier.add(Dense(units=6,
                     kernel_initializer='uniform',
                     activation='relu',
                     input_shape=(X_train.shape[1],))

...


text:
Q: issue in canvasjs chart on page load? My canvasjs chart floats right then on inspection gets back to its original position. What might be the issue?
I have 2 dynamic canvasjs charts in my site inside to tab-body. The 1st chart is displaying fine but when I click on the 2nd tab the chart inside it floats left and then after inspection gets to its original position. All of the data is fine just want to know the js or css issue.
i did the php like this data are all fine and are working good.
<div class="charcon_n" id="chartContainer_n<?php echo $i; ?>" style="height: 350px; width: 100%;" data-point='<?php echo json_encode($data_n, JSON_NUMERIC_CHECK); ?>'>

A: Whenever a tab is switched, the render method of each of the chart in the activated tab should be called so that chart can take the actual dimensions of its container.
$("#tabs").tabs({
create: function (event, ui) {
    //Render Charts after tabs have been created.
    $("#chartContainer1").CanvasJSChart(options1);
    $("#chartContainer2").CanvasJSChart(options2);
},
activate: function (event, ui) {
    //Updates the chart to its container size if it has changed.
    ui.newPanel.children().first().CanvasJSChart().render();
}
});

Please take a look at jQuery gallery example.

redpajama_set_name: RedPajamaStackExchange


One Common Ground is a bipartisan voter registration and education organization based in Philipsburg, MT. It includes amongst its founding members former presidents Jimmy Carter and Gerald Ford and political polar opposites like Newt Gingrich and Michael Dukakis.
Congresswoman Pat Schroeder Association of American Publishers, Inc.
Advisors Project Vote Smart maintains an advisory team of hundreds of political scientists and journalists from across the political spectrum. Together, they review every key vote selection, every bill summary, and every question presented to candidates through the Political Courage Test to ensure absolute nonpartisanship, relevance, clarity, and accuracy.
This page was last edited on 20 December 2011, at 13:43.


The Block Association meets quarterly the first Wednesday of September, December, March, and June.
Join our mailing list to receive meeting notifications.
SPaCE meets at the Manny Cantor Center, 197 East Broadway, 6th Floor. We would like to thank the Manny Cantor Center for generously making this room available to us.
It is anticipated that construction will begin soon. Protective fencing has been installed around the first area to be addressed: Library Plaza, and the various plots of land adjacent to it, including the garden. If you peek in, you'll notice that all of the interior fences have been removed.
In Straus Square potted Plants have been placed to serve as traffic barriers. Seating and more planters have been added. Neighbors seem to be enjoying this amenity.


text:
Leiterman Family Statement
Our family and all those who know and love Gary, remain vigilant in trying to undo what the Prosecutor's Office and the Michigan State Police have done to convict this innocent man.
We regret very much how unprepared we were on the first trial; we placed our trust on a lawyer that was so inexperienced, he failed to obtain the appropriate discovery for a diligent review and defense of this case.
Since then, we have hired a DNA expert Dr. Theodore Kessis who have uncovered significant flaws in the DNA evidence processing and testing in a shared space, at the same point in time at the Michigan State Police Laboratory. It has been known that the evidence from Jane Mixer's murder, the evidence from the boy who killed his mother (John Ruelas) and my husband's buccal swab sample were in the same laboratory at the same point in time.
How can anyone ever deny the obvious contamination?
When you review this Web site, we believe you will be shocked by the injustice of Gary Leiterman's prosecution and the undeniable contamination of the only physical evidence that was ever presented at his trial. You will begin to understand how innocent people like Gary can be sentenced to prison for the rest of his life on the basis of severely compromised DNA evidence. We ask that you share your views and opinion after reading the information (included in this website) about this case. We ask that you join us in our commitment and efforts to bring justice to Gary Leiterman and bring bring justice to Jane Mixer. Justice wil be served to Jane Mixer when her real killer is found.
"We are dedicated to exposing the contamination of DNA evidence that sent an innocent man to prison. Jane Mixer's death and Gary's life never had anything to do with each other. Gary Leiterman was wrongfully convicted. We will continue the appellate process to set him free."
There is only one explanation for how this DNA sample linked both a four-year old and an innocent man to this crime, one of a series of murdered young woman in Ypsilanti, Michigan in 1969, — the DNA was contaminated in the Michigan State laboratory.
Gary Leiterman was convicted only because of contaminated DNA evidence that was so unreliable it is shocking that it was even been presented to a jury, let alone become the basis for a first degree murder conviction.
The new DNA expert proves conclusively that DNA evidence gathered in 1969 was contaminated in 2004. You can read the report prepared by Dr. Theodore Kessis for the Michigan Appeals Court. Gary's case is in front of them for review.
Read Dr. Kessis' Report Here
Needless to say, that very weak defense ultimately led to my husband Gary's wrongful conviction and life imprisonment without the possibility of parole. Justice was not served; not for my husband Gary, and not for the victim and her family.

redpajama_set_name: RedPajamaCommonCrawl


text:
Nine to Five (1980)
Directed by: Colin Higgins
Starring: Dabney Coleman, Dolly Parton, Jane Fonda, Lily Tomlin
Nine to Five (1982) TV mistakes
Add a plot summary Add the ending Titles starting with N
Movie Quote Quiz
Violet Newstead: What are you, a man or a mouse? I mean, a woman or a wouse?
Doralee Rhodes: That's just great! We just waltz into the hospital and say, "We're sorry, we made a mistake." Well, maybe they'll give us Hart's body in exchange.
Violet Newstead: There is no need to get sarcastic.
Violet Newstead: One thing you should know about dear old Roz... She's the eyes, ears, nose, and throat of Mr. Hart. Anything she hears, he hears.
Judy Bernly: You mean she's a... a company spy?
Violet Newstead: I wouldn't exactly say that, I'd just say that if you want to gossip in the ladies' room, I'd check under the stalls, first, for her shoes.
Doralee Rhodes: You know... I just don't get it, Dwayne.
Dwayne Rhodes: What's that, honey?
Doralee Rhodes: I'm as nice as I know how to be to every single person in that office. Everyone treats me like a... bastard at a family reunion.
Violet Newstead: What could we use to keep Hart quiet?
Judy Bernly: Blackmail?
Violet Newstead: Blackmail, oh that sounds good! What could we get on him...?
Judy Bernly: A sex scandal! Take a picture of him in bed with a prositute.
Doralee Rhodes: No, who'd care?
Violet Newstead: Yeah, Hart would just buy up all the copies and then distribute them as Christmas cards.
Violet Newstead: Oh, God. They know about the rat poison. I might as well just turn myself in.
Doralee Rhodes: Violet, it was an accident.
Violet Newstead: I'm a murderer.
Judy Bernly: No, you're not.
Violet Newstead: I'm a murderess. I'm gonna go to the pen. My poor kids. I'm gonna lose my job.
Judy Bernly: Violet, stop this.
Violet Newstead: I'm no fool. I've killed the boss, you think they're not gonna fire me for a thing like that?
More for Nine to Five
Character mistake: When Frank's wife comes to his office she talks about a 4 week cruise. When the ladies come in together after their fun night one of them says his wife is going on a 2 month vacation.
More mistakes in Nine to Five
Question: If they hate their jobs then why not quit and sue their boss?
Answer: It's not easy to just quit and find a new job and they would not have good references. Lawsuits are difficult, being long, involved, and expensive processes with no guarantees of winning. (If one loses, they can be responsible for the other party's legal costs.) The three women were at a distinct disadvantage as they'd be up against an entire company that most likely would protect the boss, as they'd also be liable for allowing his abuse and be forced to implement new policies. The ladies also wanted to take a stand and fight back, not just for themselves, but for the other women who worked there, making positive company-wide changes while keeping the boss locked up.
More questions & answers from Nine to Five
More movie quotes
Mistake & trivia booksMost popular pagesBest movie mistakesBest mistake picturesBest comedy movie quotesMovies with the most mistakesNew this monthFriends mistakesMax Payne trailerAce Ventura: When Nature Calls mistakesRob Lowe movies & TV showsAce Ventura: When Nature Calls quotes10 Things I Hate About You plotThe Addams Family endingA.I. Artificial Intelligence questionsAbout Last Night... triviaAlien mistake pictureMore for Nine to Five
When Frank's wife comes to his office she talks about a 4 week cruise. When the ladies come in together after their fun night one of them says his wife is going on a 2 month vacation.


Our Fine Line group of demonstrators and customers/guests had a great meeting in Minneapolis, MN this week to share stamping techniques. We also swapped cards convention style. Check out these great swaps!
You can see how popular the Fifth Avenue Stamp Set and the new Manhattan Flower Textured Impressions Die are! More ideas from the evening will come later.
Filed Under: 3D/Gifts Tagged With: card swap, Dear Friend, Doddle This, Dream a Little, Fifth Avenue Floral, Inspired by Nature, Manhatten Flower Die, Pocket Silhouettes, Stampin' Up!, SU!
My husband (Tim) and I spent a wonderful week in Hawaii thanks for SU! It was our 12th incentive trip – one for each year I have been with the company. What a wonderful perk to a fabulous business with a great company!
Tim made the sign SU! out of the coral that washes ashore. Laying it on the iron ore makes a fun contrast in colors. You could still read it when the tide came in. There is a picture of Tim sitting beside his "work of art" on Shelli's blog!
and…..our favorite thing about the incentive trips is having time to relax, be together, read, and have great conversations with fellow demonstrator friends!
Tomorrow I will upload card samples!
What a fun bundle for Valentine's Day – as well as for many other events throughout the year! This great special is available only through this month, so order now. If you order the bundle through me, either online or by email, I will be mailing you four projects made with it. If you live close to me and buy the bundle, come to my free class and make these four projects yourself! (Monday, Jan 26) from 11 am – 1 pm or 6 -8 pm) You will have lots of ideas to get you started! Three of them are pictured here and the fourth one is a surprise!
Need an idea for quick and easy Valentines cards for your kids? This cute holder will fit a piece of licorice as shown, or a pixie stick, pencil, or any other long and narrow treat you can think of!
Isn't this the cutest little treat box? This one was a gift to me from Joan Ness. It uses the Scallop Envelope Bigz Die and the Big Shot. Its perfect for chocolate, of course, or lots of other things!
Thats 20% off plus you receive the extra 4 gifts from me! Happy Valentine's Day from me to you!
My favorite gifts to give are stacks of cards. Each card is beautiful to look at, its something everyone can use, and it also brightens the day of whomever they send it to. I love to make different containers to put them in. The following is a simple box that I have done many variations on and always looks great. With any minimum $50 this month (online or by email), I will mail you this box to put some of your favorite cards in. (along with the pattern, of course, so you can make many more.) The box will hold from 8 to 12 cards with envelopes.
Watch for another special from me coming tomorrow (after I finish some stamping)!
Do you have family that you won't see at Christmas? This album makes a fun gift to send to grandparents or others that can't be with you to share your Christmas memories. Or send it blank for them to put in their memories. This is one of the gifts we made at the Holiday Gift Class, and I offer it as a kit-to-go for only $12.


On Tuesday Key Stage 2 visited to Liverpool Cathedral. We had a guided tour which gave us chance to ask lots of questions and we enjoyed sketching different parts of the beautiful building. Have a look at our building sketches displayed outside Year 3.


text:
"Lizzie and the Rainman"  is a song written by Kenny O'Dell and Larry Henley. The song was first recorded in 1972 being that year a single release for its co-writer Kenny O'Dell and an album cut for respectively Bobby Goldsboro (California Wine) and the Hollies ("Romany", under the slightly different title "Lizzy and the Rain Man").

Background
"Lizzie and the Rainman" relates how a
rainmaker visiting a drought-stricken Texas town woos a skeptical local woman named Lizzie Cooper. The idea for the song came from the film The Rainmaker whose heroine is named Lizzie Curry.

Tanya Tucker recording
In 1975, the song was recorded by American country music artist Tanya Tucker.  A narrative song as was typical for the first phase of Tucker's career.  She recorded her vocal for "Lizzie and the Rainman" in a 19 March 1975 session  in Los Angeles produced by Snuff Garrett; Tucker would recall: "the recording was so impersonal. I was used to recording live with all the musicians in the studio, and I just sang to the tracks on this one." Released as the lead single from the album Tanya Tucker - which marked Tucker's MCA Records debut - "Lizzie and the Rainman" was Tucker's fourth Hot Country Songs #1 and was also her first single to make the Pop Top 40, reaching #37 on the Billboard Hot 100 in June 1975. A #7 A/C hit, "Lizzie and the Rainman" would prove to be Tucker's only Top 40 hit despite her later recording material more specifically aimed at the Pop market; her one subsequent Hot 100 item "Here's Some Love" peaked at #82.

Chart performance

Other recordings
In 1973, Alex Taylor had a single release of the song.

References

Songs about weather
Songs about occupations
1975 singles
1972 songs
Bobby Goldsboro songs
Tanya Tucker songs
Songs written by Kenny O'Dell
Songs written by Larry Henley
Song recordings produced by Snuff Garrett
MCA Records singles

redpajama_set_name: RedPajamaWikipedia


Get proven link building strategies delivered straight to your inbox.
If you want to build authoritative editorial links at scale, this private newsletter will show you how.
Once a month — and ONLY to this list — I share the strategies I'm using right now to build hard-to-get links for demanding clients, and the process you can use to apply them youself.
Jon is one of very few people that I look to for new ideas in link building. His creativity is only exceeded by his process, and it's the best in the industry.
This will be your favorite email every month.
Since 2009, my entire livelihood has depended on being able to build editorial links that drive rankings.
Every day, my team and I need to go and get relevent, authoritative links for clients… or our lights won't stay on. It's build-or die.
"Link Builder's List" is my private monthly newsletter that brings you actionable link building tactics, proven strategies, and real case studies torn straight out my personal playbook.
You'll see what's working… how I'm building links in different niches… the tactics we've tested… the processes I use to scale up… and how to make it all work for your business.
Every email is designed to help you add powerful, relevant links to your backlink profile by this time next month.
Once a month, you'll get an email from me that is 100% focused on link building. I'll cover topics like..
And more, in complete, unfiltered details.
I can't promise you specific results. But short of building links FOR you, this is the next best thing.
And while not every tactic or strategy will be appropriate for your business, at just $10/month, you only need to net ONE high-authority link this year to have paid for your subscription several times over.
"Quite simply, Jon Cooper gets links!"
I've seen Jon and his team deliver quality links like clockwork in some of the most competitive verticals there are.
When it comes to link building - Jon Cooper is a monster. He tops the listof link builders because he's smart, creative, quick on his feet... and his experience is unmatched. We've collaborated on several high-profile projects, and his team has always delivered high quality work, on time, without fail. And the best part is our clients see results!
Jon has provided valuable business advise and linking strategies for my brand on multiple occasions. He has a unique ability to see link opportunities where others see impossibility. Imagine a perfect blend of PR, business development, and link building - that is precisely what you get with Jon Cooper.
It's not just because he's really good at what he does. It's because he'll tell me when he can't build links. In a business famous for smoke, Jon is fire.
You're a business owner, SEO, or marketer who wants proven advice.
You should have some basic hands-on experience. If you're willing to invest the time and have basic tools, you'll get value out of what I share.
You need to build Google-approved links.
Everything I share revolves around building editorial links for real clients with real constraints and challenges. No spam. No sketchy stuff.
You don't have hours to waste reading fluffy BS.
If you enjoy reading through hundreds of recycled ideas written by junior marketers who's never built a link in their lives, you do you.
You're a Black Hat SEO looking for new hacks and loopholes.
I've got nothin' for you. Everything I share comes out of my experience building editorial links that would pass the strictest Googler's sniff test: no link wheels, paid spam, etc.
This list is for gritty marketers who stick with it, not drooling idiots who give up when something doesn't work immediately and bounce from shiny object to shiny object.
You want a magic formula that takes no effort, delivers every time, and works in every niche.
That doesn't exist. Only a liar or a scam artist would promise it to you. I'm neither.
You work in poker, pills, or... well, you know.
Being quite honest, it's incredibly tough to build legitimate links in those niches, and I doubt the tips I share regularly will help you in most cases.
You can't keep a secret.
This list is private for a reason: the more people who use a tactic, the faster it stops working. I don't want every hack out there having what I'm sharing. Blabbermouths need not apply.
I've been building links since 2009 for clients ranging from companies trying to rank locally to VC-backed startups and Fortune 500's across dozens of niches.
I've seen the rise of Penguin and watched link building go from center stage to SEO's red-headed stepchild.
But smart SEOs agree: links are still critical. And while others shy away from the hard work of link building, I thrive on it. I built a 16+ person agency based in Gainesville, Florida that does nothing but build quality links.
We deliver over 1,000 editorial, relevant, and authoritative links to our clients every single year – and we're just getting started.
I've spoken at State of Search Dallas, SMX Sydney, and more.
If you want the best results, you should think of the Link Builder's List as a monthly dose of inspiration and new ideas, not a "how-to" manual for every single element of link building.
If you want to get your money's worth and see improvements in your link count, outreach successes, and rankings, then it's on you to take what I share and apply it for yourself in a way that makes sense for your niche.
No results are promised or guaranteed. You apply the advice you take from my newsletter at your own risk. I've made every effort to represent accurately the products and services I offer, and their potential to help you build links, boost rankings, and drive traffic.


both items are bnew and unused.
will this work on my device? click <click here for link> and <click here for link> or much better the apple support link below..
Meet ups anywhere within Fort, Ortigas, Shaw Blvd or nearby areas... PM (Private Message) me if interested or email me at [email protected] Thanks.


text:
#patents
Patently great work.
Last month was a great month for K-intellectual property. So nice to get such good news to brighten up dull, damp, dreary March days.
But we've had other great months IP-wise of late too…
In September of last year, for the second year in a row we were included in the Derwent Top 100 Global Innovators listing, making us the first – and only – Russian company to get onto this meticulously researched list of the world's 100 most innovative organizations! Hurray!
A few details about this top-100: Every year the independent U.S. company Clarivate Analytics chooses its most innovational companies in the world based on the quality of their patent portfolios. In particular, Clarivate selects its top-100 based on the following four criteria:
How successful a company is with its patent applications in actually being granted patents;
How global a company's innovations are;
How often a company's patents are cited elsewhere (in applications of other IT companies); and
The total number of patents a company has.
This year eight IT players made the list: Amazon, Facebook, Google, Microsoft, Oracle, Symantec, Tencent and us! Nice to be rubbing shoulders with such worthy contemporaries!
Now for an update to the numbers of our IP team, who never cease to amaze with their hard work and successful results: Our patent practice was established back in 2005; since then our patent portfolio has grown from 0 to 930+ patents obtained in Russia, the U.S., Europe, China and Japan! Besides, we have more than 500 patent applications pending; we've won nine court cases, two are ongoing, and we've lost none!
In short, we continue to fight – and beat – patent trolls. Trolls – take note!
That's all for today folks. See you again tomorrow!…


text:
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Biography Back to home
"One of the best male vocalists in Country music today," (Taste of Country), Tyler Farr is the first artist signed to Jason Aldean's Night Train Records/BBR Music Group. The Country-rocker, with three No.1 songs to his credit ("Redneck Crazy," "Whiskey in My Water," and "A Guy Walks Into a Bar") broke onto the scene with the 2013 release of his debut album, Redneck Crazy, which landed at No. 2 on the Billboard Country Albums Chart and #5 on the Billboard Top 200. Farr's platinum-selling title-track "Redneck Crazy" projected Farr forward to celebrate back-to-back No. 1 singles, including his first No. 1 as a songwriter, with his Platinum-certified hit "Whiskey in my Water." His sophomore album, Suffer In Peace followed suit, also making its debut in the Top 5 on both the BILLBOARD Top 200 Albums and BILLBOARD Country Albums Charts, leading Farr to become the only solo male Country artist in the past decade to have their first two studio albums debut in the Top 5 on the Billboard 200 Chart.
Recognized as a 2014 CRS New Faces of Country Radio and 2014 Music Row "Breakthrough Artist of the Year" nominee, the opera-trained singer quickly earned coveted slots touring with Jason Aldean, Florida Georgia Line, Brantley Gilbert, Luke Combs and Lee Brice. The Missouri native's dry wit, silly antics and reputation as "a no-frills musician who pours his drinks as hard as he pours his heart into his songs," (Rolling Stone), lead to Farr to receiving his own reality series A Little Too Farr (Unscripted) and a social following eager to see his next move. Farr is currently working on new music with longtime friend, Jason Aldean serving as a producer for the forthcoming project. Farr's new single dropped to radio on February 18th, 2020.
© Copyright 2023 Tyler Farr. All Rights Reserved.


text:
Meet 10 of China's Most Powerful Women
By Sarah Begley
After its critical acclaim last year with the documentary MAKERS: Women Who Make America, AOL has taken its storytelling brand to China to highlight women whose accomplishments have shattered expectations and serve as an inspiration to their peers. The selection process was overseen in part by Yang Lan, a broadcast journalist often dubbed the "Oprah of China."
Li Yinhe
First female sexologist in China
After studying at the University of Pittsburgh, Li became fascinated by the widely available research on American sexual mores, completely absent in her native China. Her book, Their World: a Study of Homosexuality in China, proved iconoclastic for the country.
Known for films like Raise the Red Lantern and Memoirs of a Geisha, Gong has starred in numerous Chinese films that have won her awards from the Berlin International Film Festival to Cannes. She was named a UNESCO Artist for Peace in 2000.
Fu Ying
Vice Minister of Foreign Affairs
After a string of government jobs, Fu became China's ambassador to the Philippines in 1998, then to Australia in 2003, then to the U.K. in 2007. She's been praised for her expert handling of the media after western pushback against China's successful bid to host the Olympics.
Guo Jianmei
First public interest lawyer in China
In 1995, Guo was inspired at the U.N. Fourth World Conference on Women by Hillary Clinton's now-famous maxim: "Human rights are women's rights and women's rights are human rights." Not long after, she founded a women's legal aid NGO, which subsequently earned her an award from Clinton as a Woman of Courage.
Li Yan
Short-track speed skating coach
Li won a silver medal in the 1992 Winter Olympics and later went on to coach Apolo Ohno to his gold medal win in the 2006 Winter Olympics. She has coached the Chinese national team through the last two Olympic seasons.
Hu Shuli
Investigative journalist
The editor-in-chief of Caixin Media Company has made a name for herself through hard-hitting journalism—a particularly challenging accomplishment in China. She famously reported on corruption in the financial industry, and has been included on the TIME 100.
Dong Mingzhu
Chairman and president, Gree Electric
Dong rose through the ranks at Gree Electric, first selling air conditioners then overseeing the sales team. She was appointed director of the department in 1994 and increases sales by a factor of seven. This accomplishment paved the way for her to eventually take the top job at the company.
Yang Liping
A dancer from rural China, Yang studied the dance cultures of various Chinese minorities as a young woman. Committed to bringing these traditions to the wider public, she raised money to create and perform her first piece, "Spirit of the Peacock" in the 1980s, and went on to direct, choreograph and perform in blockbuster dance shows throughout China, Europe and the U.S.
Laura Cha Shin May-lung
Former vice-chair of the China Securities Regulatory Commission
After a successful career as a lawyer, first in California then in Hong Kong, she joined the Hong Kong Securities and Futures Commission and eventually held the position of Deputy Chairman. She then moved on to be vice chair of the China Securities Regulatory Commission, becoming the first non-mainlander in the role.
Yan Geling
Novelist and screenwriter
Yan is known in the U.S. for books like The Banquet Bug and The Lost Daughter of Happiness. Many of her novels have been adapted for films like The Flowers of War, and her stories are highly acclaimed in China.


Hey guys! Welcome to Menu Plan Monday #207. 🙂 For any of you that have been affected by the devastating hurricanes I want you to know that you've all been in my prayers. It has been so hard to watch the news and see the destruction going on. Kale's older sister lives in Orlando so we have been extra worried.
It's kind of hard to come on here sometimes to post about recipes when there is so much craziness going on in the world. Ugh. But we still have to eat and feed our families, right?
This week is going to be another busy one. I have a few Dr's appointments and we are celebrating our nephew Mikey's 16th birthday! He has now been living with us for 3 months, and it has NOT been easy. (Just keeping it real) It has actually been more of a challenge than what we thought it would be. We are all trying to adjust to this new family member living with us, and I know Mikey is trying to adjust too. I hope we make him feel extra special on his birthday. It should be fun.
Have a great week, friends! I have a pumpkin recipe coming on Wednesday! And It's a good one so be sure to stop back by to check it out.
Just found your website, AWESOME looking food girlfriend! Can't wait to try alot of your recipes. Thank You!!!


text:
Q: Job hopping, is it a problem? How would you, as someone involved in the hiring process (manager,interviewer, etc) feel about a candidate that has changed jobs every 1-2 years?
updateThanks for all the input everybody, some really great responses, and good info in every post.  I asked it because I'm currently at my 3 job in the last 5 years and I'm feeling like my position is going nowhere (like the position should have been contract in the first place, not full-time).
My only options here seem like transition to a different team doing something I'm not really interested in or look for new work, but I'm a little afraid my recent job history is all short stints.

A: If there are only 2 or 3 jobs I don't think it would be a problem, but I would ask them about it on the interview to see how they answer.
If you have a senior developer with over 15 years of development, I would expect to see at least 1 or 2 of the company's they've worked on for a long period of time.  Otherwise I may not even interview.

A: It depends on the context:

*

*In a startup culture (like Silicon Valley), one to two years is the lifetime of many companies, and it's expected you'd be switching your place of employment that often.

*If you're a contract worker, a contract may only be a short, set timespan.

*Everywhere else, one to two years is an unusually short stay at a company.

In any context, employers are generally looking for a person who's going to be in it for the long haul, whatever the long haul is for the company:

*

*Startups are looking for someone who will last until the exit: acquisition, IPO, shuttering, etc.

*Contract hires should be able to successfully complete their contracts to term.

*Other companies are looking for an employee who will last long enough to make a return on the investment of hiring them: this can take several years.

It's a red-flag to potential employers if you're constantly leaving your job for personal reasons, even if you have perfectly valid reasons.
I'd also note that having experience in one context isn't necessarily going to translate to another.
For example, if you're a life-long contract worker, it can look just as unappealing to a company looking to hire full-time employees as someone who went from regular job to regular job. Similarly, a person who stayed at a job for 10 years might be unappealing to a startup that wants people who are constantly looking for the next big thing.

A: Sounds average
This rather old article points at 2 years (anecdotally I have heard 18 months as an average)
The "Bouncing Back" study itself points to a culture of poor techie retention. Surveyed companies said the "average acceptable time to retain their IT workers is just over two years," which is down from an acceptable tenure of 33 months the year before. ITAA's Miller concedes job churn is a problem but says companies began pushing to improve their IT employee retention a few years ago.
http://news.cnet.com/2009-1001-943513.html
Depends on whether they are contract or permanent, and if contracting, did they get renewed?
I have also worked with people who have stayed with the same company for 15 years or so and are stuck in a rut in all senses.

A: In the games industry 1-2 years is fairly normal.  The important thing to check is if they jump ship mid project, of if they see it through, from beginning to the end.  If a programmer doesn't have kick-off or end-phase experience, or has a habit of leaving as soon as crunch starts, that's a warning sign.

A: I have had over 10 jobs in 17 years as a programmer.  The longest was 5 years and the shortest 10 months.  I have never been asked about the length of any of my positions, but always list better opportunity as the reason for leaving at all but one of my jobs.  When discussing at the interview I go a little more in depth.  If I left because the company was in decline I mention that.  If that's an issue with an employer then they may be in decline already or be volatile and you don't want that position anyway.
Main thing is to be frank when discussing you reasons for leaving and the fact the job was more of a contract position than a permanent position should assure a potential employer that you are serious about their position.

A: I've had 16 jobs in the space of nearly 7 years. Do the math.
I am a contractor and I exclusively target that market, so I'm typically not looking for a permanent role.
I don't think I'll ever go permanent unless I either have to or am presented with a job that's so suitable and interesting that I'd want to do it for the next 5 years.
But at the moment, this is what I love doing, and I'll stick to it as long as I can.

A: Context is everything.  Silicon Valley isn't the only place with unstable employers; somebody who likes working for startups* is going to bounce around a lot between stable gigs.  Look at the employers: staying no more than six months at, say, Apple, Bank of America, and Carnegie-Melon University is far more ominous than brief stays at Frank's ConsultantTeria, BadlyExecutedIdea.com, and OurInvestorsBonedUs.org.
(* -- Somebody like me.  I can't claim pure objectivity here.)

A: Assuming that this was for a permanent position it would raise a warning in my mind. Basically I don't want to be training this person's replacement in a year's time.
However, I would look at the circumstances for each move. Were any redundancies? Was the move due to the relocation of a spouse? etc. If there were legitimate reasons for most of the moves then I wouldn't treat them any differently to any other candidate.
Each case has to be taken on it's own merits.
If this was for a contract role then a job every 1-2 years is quite a long time, particularly if the norm is for contracts that last 6 months or less.

A: Saying that a person, who changed jobs frequently, is likely to leave from your job soon as well, is like saying that, in a series of coin throws, more heads than tails means that next flip is more likely to be a tail.
Acceptance of job, just like hiring, is somewhat random.  How can you expect each person, with a lot personal circumstances, to pick an ideal job each time they switch it?  What do you want from these people, to stay at crap jobs for years just because you wouldn't hire them if they left?
Or, wait a minute, your company is a programmers' ghetto as well, and you're afraid that the candidate will leave as soon as he spots it?  Will leave instead of staying and working because noone will hire him due to frequency of his switches?  Then I agree, your worries are reasonable.

A: One reason not yet mentioned why many managers don't like a history of short jobs is that the person may never have had to live with the results of his work. This changes the way you think about development. If you have never seen your work go into maintenance phase and found out the problems from your design out in real life, you may think you are doing well when you are not. This is OK for a junior dev who may not have as much control over design but can be a disaster for a senior dev. Someone who has the same beginner level experience repeated four times rather than progressing to higher levels of responsibility, is often in trouble when you need senior level judgement. So the person with 10 years of experience and two jobs can be more attractive than the person with ten years of experience and 7 jobs. You know they have had to face the music and see the end result of their programming choices.
My experience has been that 90% or more of the devs who leave in less than a year leave a mess behind for others to clean up. I've seen far too many of these people quit immediately before a deadline (often with no notice) that they knew they were not going to make but didn't want to admit it. Now I think most managers shouldn't let it get this far without realizing the person isn't producing anything, but an amazing number of them seem to think asking to see code before it is completed is somehow interfering.
You'll hear the same thing from all these people, "It was a horrible place to work, they used crappy tools and management made dumb decisions, etc." What you never hear them say is "I left because I was in over my head" but it is all too often true. There are a lot of bad devs in our business, the worst ones are leaving just ahead of being fired. And leaving often. You are simply a riskier choice if you leave your job frequently.
Now this isn't true for contract work (it isn't your fault that the contract was for only 3 months.) However, I see more and more contractors who are in the same position, they stay places for such a short time that they aren't seeing the end result of their work or having to live with the results, so they make poor choices and never have a clue that they did so. Nor do they ever get a chance to get beyond the superficial beginner level knoweldge to the depth of the experienced professional. This is not true of all contractors (I've worked with some amazing contractors, but to a person they have had at least one long term job or contract where they had  a chance to develop some depth of experience).
You don't have to be happy at a job to learn a lot. I've learned more from a couple of bad jobs than I did from the good ones (of course sometimes what you learn are new questions to ask in the interview!). It can pay to tough it out.

A: Depends on the type of work. If some one is engaging in contract work it wouldn't raise a flag. It's not uncommon for an entity to hire a lot of employees and contractors when a software project is being initially built and then let some of the staff go after the first release completes. I've engaged in a few contracts myself of a few months to a year. Though while the initial agreed period of employment was relatively short I've typically have gotten contract renewals making the shortest engagement two years.

A: Job history is an important issue to raise in an interview, but I wouldn't be so quick to make a decision solely on this metric, and before an actual interview because it can be deceiving.
The previous comments brought up some good points, but I found them a bit too generalized, some going as far as saying that quick succession of companies indicates a candidate you should be avoiding. I think that's a poor argument so I'll try to describe how this could be your best candidate.
I would take into account a few factors, before deciding:

*

*Candidate years of experience

*Candidate level of knowledge

*Candidate attitude, drive, motivation (you can tell that during an interview)

*Companies the candidate worked for

*Candidate responsibilities in those companies

*Last, but not least, ask yourself, what kind of company is your company? (the one you're hiring for)

I would also bring up the issue in the interview and ask for the candidate's opinion.
Now let me detail a bit as to why so many factors, and why this decision isn't really a black/white one and there's always a chance you get it wrong.
First of all an important metric is the number of years of experience and the level of knowledge. This will usually tell you how passionate the candidate is, and give you an idea of the professional growth.
The companies the candidate has worked for is also important to understand and correlate that with the candidate's drive/motivation/ambition.
Like previous posters said there all sorts of companies from startups to enterprises, and the differences in working environments are all over the map.
Similarly there are all sorts of candidates from really incompetent to very capable and mentalities from this-is-just-a-9-to-5-job-I-can't-wait-to-get-home-and-forget-about-all-this-crap.-What-time-is-it? to passionate people who see it as a craft and want to get better at it.
The tricky thing is that a successful match for your company might not involve picking the candidate with the best attributes from that list. It has to do a lot with your company's culture also. It's a well observed fact that in companies with poor management for instance, or really boring and repetitive work, or a bad working environment, the best people tend to leave first, the competent might leave at a certain point in time, and the poorly qualified tend to stick forever. The reason is fairly simple. Qualified people won't put up with a bad environment because it pretty much conflicts with the craft bit I was mentioning. They care too much about the work to do it in a poor way, or see that their input is not being valued, or a general indifference to the output of their work. They are confident enough in their skills to leave a s(t)inking ship. And this might involve leaving during the first year. They usually don't have problems finding a new job because, well, they're good at what they do.
Recruiters and interviewers usually ask why they took the job in the first place? Well, just as it's difficult to tell from an interview how good exactly or motivated a candidate is, the same is true for the candidate trying to figure out what the working environment at that particular company is, before actually starting to work there.
If you're a small company looking for a candidate who is passionate about his work, ambition and drive are the most important qualities, and those little nr of years with a number of companies doesn't mean anything. He's probably the candidate you want. Being involved in the product and wearing different hats to get the work done.
If on the other hand your company has a position available for back-end developer with predefined specs for the next 5 years then I would go a bit further and try to find out what he sees as an ideal position. Is this candidate interested in exploring a domain to its deepest, or is he/she driven more towards innovation and passionate about new technologies and opportunities to put them to practice. You really need to match a candidate to the job you're offering. Otherwise, even if they're qualified, they'll leave.
Also, the startup mentality of let's-figure-out-how-to-do doesn't really fit in with enterprise jobs, and the enterprise mentality of give-me-the-specs-that-tell-me-how-to-do doesn't really fit in with startup/small company jobs.
If you're hiring for the enterprise I guess small number of years might tell you a bit more than if you're hiring for a small company.
But generally, number of years alone doesn't really mean anything. It could either describe an incompetent candidate or a competent candidate who's just looking for a better working environment with better opportunities to grow professionally.
Personally I have a new thing where every half year I look back over the previous half and try to estimate how much I had the opportunity to learn/ what can I do to improve. If I'm really at a stuck point where I'm not really accumulating any knowledge and I can't manage to influence the situation for the better, I will just leave. There's no point in wasting any more time. It's too precious. And I'm not counting myself as one the elites here. I'm just saying, why waste time when you could put it to better use, and be more satisfied professionally and with your work.
Same goes for competent people. It's not that they're purposely leaving companies after 1 year, it's just that they haven't found the right one to spend the next five years with.

A: Starting from six years ago, I'm on my thirteenth job.  But most of them have been contract jobs.
Some have been contract-to-hire, but that doesn't seem to mean anything these days.  I get the impression that a lot of companies have no intention of actually hiring, and just use the contract-to-hire designation to get people who otherwise wouldn't take contract jobs.
Short-term stuff shouldn't be a no-interview red flag.  You should certainly ask about it in the interview, and give the candidate a chance to explain.  On the flip side, with that many jobs under your belt, you get exposed to a lot of different technologies and techniques.

A: This question reminds me of an old story.
A neighbour was going away on holidays and she was worried that there will be no one to empty her letter box. She thought, if a burglar came around they would notice a full letter box, conclude the house is empty and break in. Local police office assured her - if you plan to burglar you do some research, you watch the place, you note the patterns down, look for lights and so on... and when the owners go away you make your attempt and perhaps than on only then a full letter box provides some reassurance.
I would never look at how often someone changed jobs as the first criterion and certainly not as a simple filter. I would try to understand what the person did recently and in the past; how they developed their knowledge; how quickly they learn; how flexible is their approach; what are their values and aspirations. Once I have a feel for the person and I have answered those more fundamental questions, only then, and it is still relevant, would I ask about how often the person changed jobs and why.
Honestly I would probably be more concerned about someone who have not changed their job at all in the last 5 years.
PS. And don't ever hang around with a poor job just because you're afraid changing it too quickly might look bad on your CV.

A: 2-4 years are quite common for many developers. The reasoning behind this is quite simple:

*

*Vertical Movement

*Horizontal Movement

Vertical movement will require longer staying time (minimum 4 years). Usually the person becomes a team lead or manager or maybe architect. Chances are this person will be a better mentor and you're not necessarily looking to hire him as a software developer anymore.
Horizontal movement usually is in the range of 2-3 years. This type of developers tend to look for a new challenge either new/different technology or different problem domains.
The thing is, as long as the person is improving in each of the newer job (check with him as well), it shouldn't be a big deal.
What do you learn by staying 4 years in the same team using the same technology within the same problem domain? "Maintenance" isn't the answer because once you hit year 2, you should be in maintenance mode already even if you are still improving the app.

A: In the ideal world, the decision would be made on a case by case basis. Sometimes,  jumping frequently from job to job may be an indicator of a work ethic or other problem. Many times, it's nothing to worry about. For example, if you are just starting your career, you may need to try many different jobs before you know what you like. Also, certain job types, such as start-ups or contract roles naturally have a high turnover rate. Moreover, working at multiple companies has some advantages. After having worked at a number of companies, I can compare & contrast their methods and have a much better idea of what works and what doesn't; I've seen and solved a wide variety of problems; I've become very good at learning new skills; and I can bring this invaluable knowledge to a future employer. In fact, I've often found that someone that moves around every few years is a much better employee than somebody who has been stagnating at the same job for a decade.
In reality, many people do see this as a red flag and without giving more thought to it, pass over the candidate. It's a shame, but that's just the way it is.

A: To me, as someone doing hiring, this would be an issue to raise with the candidate bit not an immediate disqualification.  However, if the candidate is borderline, this may be the deciding factor.  This is an excellent topic to discuss in the cover letter.  One thing not to do is to try and hide this.  I've seen a resume that didn't have any dates in it, along with a long list of positions.  Doing some Google investigating, it turned out to be about 10 jobs in 12-15 years.  That was a definite red-flag.

A: It's not necessarilly good or bad.
I would focus on the quality of those jobs. If the guy was progressing in 3 2-years jobs in the last 6 years, and each job entailed new responsibilities, skills, etc, I would deem that as positive.
On the opposite side, if tasks were pretty much the same, that's a warning.
The key, as it happens with most of person judgments, is to not generalize. Try to dig into the history of those hops, what the guy learnt in each of them, why he/she changed, what he gained after each, etc.

A: I'd agree that, if you're looking at someone whose recent history is contract work rather than full-time employment, then the 'acceptable' time on the job gets shorter. For example, a series of one- to two-year contracts doesn't necessarily indicate a problem, but could rather show that the projects were all limited-duration, and naturally came to an end. This is particularly likely if the candidate has highly-specific skills that few organizations need beyond project start-up or wind-down.
Of course, I'd want to find out why they moved positions, and I'd want to follow up a couple with the employers to see if they got renewed or extended during the contracts' terms.
I have seen job histories where the candidate had an ongoing string of three-month positions, each with a wholly different organization, and never returning to a previous employer, which was a red flag that their contracts never got extended. Following up didn't provide a credible explanation other than "not bad enough to fire immediately, but not good enough to keep either."

A: The problem with saying "is two years OK" is that if your CV reads (roughly) two years, two years, two years, that will be read that there is a pretty good chance that you will move on after two years.
You need to look at both the average time (I'd say two years is the minimum, three to four is better) but also what the longest job on there is (ideally four or five years at least) as the employer has to think that if they treat you right you're going to stick around for a decent period.

A: I guess it depends, I know a lot of software engineers working as "consultants", meaning they only stay on the "job" only for one project.
Another thing for considerations is how many jobs has the candidate have, if there is only 2 in the last two years I thinks is ok, but, if there is 7 jobs in the last seven years then is a pretty clear warning

A: It's not a disqualification, but they need to address the issue. I've continued to take jobs where a larger percentage of my time was on coding as oppose to support, project management, operational tasks, network admin., etc.
I left the positions on good terms and always tried to help my replacement as much as possible.


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A den of spies – Tehran, Iran
Menso Heus 27 Oct '12 Iran
In the centre of Tehran lies a huge compound commonly known to locals as 'the den of spies' or 'nest of espionage'. It was here in the basement of this building, back in 1953, that Kermit Roosevelt, the grandson of the former US president, started plotting the overthrowing of the Iranian president Mossadegh.
Decades before Kermit Roosevelt arrived in the basement of that building, the British arrived in Iran. In 1908 they discovered Iran's lush oil fields and struck a deal with the Shah (king) of Iran to start drilling it up. In return, Iran got a lousy 16% of the profits of the newly founded Anglo-Persian Oil Company, later known as the Anglo-Iranian Oil Company and known today as British Petroleum or BP. The conditions for the Iranian workers were bad and from the 40 million pounds of profit made in 1947, Iran only received 7 million. As the years passed, Iran began to realize what a bad deal they had struck. In 1950, Iran learned that the Arab-American Oil Company in Saudi Arabia worked on a 50-50% basis and made a similar proposal to the British, but the UK foreign office refused to sign any such deal.
Their demands falling on deaf ears, the Iranians decided to take control of their own national resources and voted to nationalize their oil fields in the early 1950s. The British didn't like it and wanted to take back control of what they considered 'their' oil. They approached the US administration, led by Truman, and tried to convince him to help overthrow the then prime minister Mossadegh so they could install a new one with the help of the Iranian Shah. Truman wasn't interested. Fortunately for the British, Eisenhower soon took office and after playing on the US fear of a communist controlled Middle East, he agreed to help the British overthrow the government of Iran so they could control Iran's oil fields once more. It was one of the first times the United States' CIA got involved in overthrowing another country's government, but certainly not the last.
Kermit Roosevelt, from the basement of the US embassy, masterminded the coup that got rid of Mossadegh, made the Iranian Shah appoint a new prime minister that the UK and US had selected and hired thugs and gangsters to squelch any resistance on the streets. The Shah, heavily backed by the US used the money from a new oil deal and lifted sanctions to try to Westernize Iran rapidly. Opponents viewed him as a puppet of the West and conservatives didn't approve of the new Western ways he tried to make people live by. The less popular the royal family became, the more he turned into a brutal and violent dictator which eventually led to the 1979 revolution, joining both secularists and religious conservatives in their struggle to get rid of the tyrant. The secularists were not amused when Khomeini returned and simply took control of the country as its new divine leader. The idea of democracy was too Western for his liking, and that was just one of the first disappointments for the secular and leftist activists that had helped getting rid of the Shah.
Meanwhile during the revolution, the Shah, dying of cancer, had fled to the US to seek treatment. The Iranians demanded him back, wanting him to face trial and execution in Iran and stormed the U.S. embassy where they took 52 American diplomats as hostages for 444 days. The memories of how 26 years earlier the Shah had fled and the CIA and MI6 had staged a coup still fresh in their minds, they feared history might repeat itself and saw something happen that seemed all too familiar.
Although the embassy building still stands, the US and Iran haven't had embassies since the Iranian Revolution of 1979. It now houses the revolutionary guard, the American seal near the entrance is defaced and the walls around the compound are covered in murals depicting the Statue of Liberty with a skull as a face and showing the flag of Israel flying on top of the White House. When going up the stairs from the subway station, the wall that greets you simply states "Down with USA". Learning about the history between the two countries, it isn't hard to see where the sentiment comes from.
A tree of lost dreams – Tana Toraja, Sulawesi, Indonesia
"At least it's better than getting bombed" – Tehran, Iran
Written by Menso Heus
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While many pregnant women have turned to 'vaping' as an alternative to consuming tobacco however, it seems that this could be proving just as harmful to their unborn babies.
A new study, conducted by a team of experts at the New York University, found that the vapour inhaled through e-cigarettes could adversely affect a child's coordination, and memory and learning skills in later years. An increased risk of learning difficulties and developing Attention Deficit Hyperactivity Disorder (ADHD) was also found.
As part of their experiments, the team exposed pregnant laboratory mice to a vapour containing no traces of tobacco. What they found was alarming – the vapour proved to be even more harmful to the nervous system than tobacco compounds.
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Blog 2021 December Adventist Health Tulare logo joins ...
Adventist Health Tulare logo joins LifeStar Ambulance's fleet of EMS vehicles
Dec 14, 2021 General
TULARE – LifeStar Ambulance and Adventist Health Tulare's joint commitment to deliver high-quality, compassionate care to Central Valley residents is now on display in a new way. LifeStar, a locally owned and operated company founded in 1995 by Don Schultz and Jackie Paull, has added the Adventist Health Tulare logo to its fleet of 10 ambulances.
Adventist Health Tulare contracts with LifeStar Ambulance to transfer patients from the hospital to other healthcare facilities, ensuring a secure, smooth transition for patients. LifeStar Ambulance's team of paramedics and EMTs provides 911 service to the Tulare, Tipton, Pixley and Earlimart areas, following the policies and procedures of the Central California Emergency Medical Services Agency to transport patients to the most appropriate hospital.
Adventist Health Associate Patient Care Executive Sheri Pereira says the logo addition symbolizes the strong relationship between the hospital and EMS company. "This partnership affirms that LifeStar is supportive of the hospital," Pereira said. "In turn, we are confident in the care they provide to our patients during transport. Having a solid working relationship with our local ambulance company and local businesses is very important."
As former emergency department managers at the Tulare District Hospital, LifeStar's Schultz and Paull have extensive experience and knowledge of emergency medical services. "We have a deep connection with the hospital," Paull said. "From the moment Adventist Health began in Tulare [in 2018], they have been a perfect fit. We wanted to show our community the great partnership we have."
The Adventist Health Tulare logos were created by Truck Sign Design and applied by Tulare's Rigo Signs.
PHOTOS: LifeStar ambulance with new Adventist Health Tulare logo.
Adventist Health Tulare is part of Adventist Health, a faith-based, nonprofit integrated health system serving more than 80 communities on the West Coast and Hawaii as well as others across the U.S. through its Blue Zones company, a pioneer in taking a systemic and environmental approach to improving the health of entire cities and communities. Through this work, Adventist Health is leading a 21st century well-being transformation movement. Founded on Seventh-day Adventist heritage and values, Adventist Health provides care in hospitals, clinics, its innovative Adventist Health Hospital@Home program that provides virtual in-patient care at home, home care agencies, hospice agencies and joint-venture retirement centers in both rural and urban communities. Our compassionate and talented team of 37,000 includes associates, medical staff physicians, allied health professionals and volunteers driven in pursuit of one mission: living God's love by inspiring health, wholeness and hope. Together, we are transforming the American healthcare experience with an innovative, yet timeless, whole-person focus on physical, mental, spiritual and social healing to support community well-being.
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All of this may seem odd coming from a southern white man. But when I moved to Atlanta just 15 months after Dr. King's assassination, I found his hometown was still wrapped in and propelled by his spirit. Martin King was an inspiration, not a commodity. His soul force was vibrant, not a dulled cliché.


text:
Confusion and anxiety reign for Canadians dependent on CERB as pandemic program winds down
September 27, 2020 omarmallick	0 Comments
Roger Wiebe is one of millions of Canadians who has been hit hard by the COVID-19 pandemic, despite never contracting the virus.
The Edmontonian was working in a medical supply warehouse when he lost his job after the pandemic struck. He qualified for the Canada emergency response benefit (CERB), the income support program the government rolled out during the pandemic to help people like him with payouts of up to $2,000 a month.
But that program is set to expire on Sunday. Which brings new anxieties and uncertainties.
He and his wife Kim, a legal assistant, used to earn around $6,000 a month combined, but she lost her job in February as work slowed before the pandemic struck, so she applied for employment insurance (EI). That ran out in August, when she was moved to CERB. The couple has been relying on government programs and food banks of late.
On top of the financial stress, his wife recently had one of her legs amputated below the knee.
"I'm really I'm trying to stay stable … for my wife … because she's going through a lot of emotional as well as physical pain due to the amputation," Wiebe said in an interview. "I'm trying to be a rock for her, but it's a lot of stress and emotional fatigue on me as well."
CERB has kept them afloat, but now with rent and bills piling up and the job market looking no better than before — he says and his wife have filled out 150 job applications since the pandemic began — he's worried.
Despite the end of CERB, the government says people like Wiebe won't be left in the lurch. That's because most people who were on the program will be rolled into an expanded EI if they meet the qualifications, which have been expanded to include more people than usual.
And almost everyone else, Ottawa says, is likely covered by another new income support program in the works, the Canada response benefit (CRB), which is designed to cover gig, freelance and contract workers who don't qualify for EI.
That was previously slated to pay $400 a week, but the Liberals bumped the amount up to $500 after Thursday's throne speech.
Roger Wiebe says once the the taxi ride to his wife's doctor's appointment is paid next week, he'll be down to his last $7. (Trevor Wilson/CBC)
"That may seem like a small change, but there's actually two million people … that will benefit from this change," said David MacDonald, chief economist at the Canadian Centre for Policy Alternatives, a progressive think-tank.
Thats the good news. But MacDonald says the current EI plan could still leave more than a million people worse off than where they were under CERB.
By his math, roughly 700,000 people who lost work in the pandemic but managed to take in some paid work will find themselves getting less in benefits.
And MacDonald said there's a whole other group of roughly 400,000 low income, primarily part-time workers, who will still be making less than they would have been if the government simply extended CERB if they are lucky enough to get back to their regular hours.
Transferring between programs 'a messy process'
There's also the problem that whether you are transferred seamlessly from CERB to EI depends on how you applied for it. If you applied for CERB through Service Canada, the government says it will happen automatically. But if you applied through the Canada Revenue Agency, you'll have to begin a formal application for EI, which can take time.
MacDonald estimates about 900,000 people will qualify for the new CRB. But since none of the programs have been officially created and passed through Parliament yet, there's uncertainty everywhere.
"The websites aren't up and running in terms of where people would apply, how they apply, how they find out their status and so on," MacDonald said. "There are four million people who are on CERB and will likely go through this transition [so] where they should go and where they should apply to is … going to be a messy process."
Wiebe says he has heard that it can take between six and eight weeks to get a first EI payment. "If that's the case, I'm not sure what we're going to do because we can't go eight weeks with no income," he said.
Sarah Pacey received CERB after she lost her job while on maternity leave. With the program now ending, she is worried about slipping through the cracks. (Turgut Yeter/CBC)
Sarah Pacey is another CERB recipient who's worried about the future.
She went on maternity leave from her job providing in-home behaviour therapy for autistic children in June of 2019, but her publicly funded employer lost funding last December. She was laid off while on maternity leave.
When her mat leave expired in June 2020 she applied for CERB.
"With that ending, I'm a little bit just unsure about where I am now," said Pacey, who lives in Toronto.
She has pored over the government website explaining EI, but since payouts are based on the amount of paid work you've done over the past year, "it doesn't seem like I really qualify for any of those programs," she said.
Government confident no one will be left behind
In announcing the changes, Employment Minister Carla Qualtrough said the government is confident that people like Pacey and Wiebe don't need to worry.
"I think we've created … a much more elegant balance between the need to not disincentivize work, but also support people who, regardless of effort, still aren't working or have significantly reduced hours," she said.
WATCH | Carla Qualtrough on the transition from CERB:
Employment Minister Carla Qualtrough says three quarters of Canadians who are currently on CERB will be able to transition seamlessly to EI in the next few weeks. 1:29
The government said in a statement that anyone currently on CERB will be eligible for their first EI payment as of Oct. 11. "Over 80 per cent of eligible Canadians are expected to receive their payment by Oct. 14 — three days after becoming eligible, and over 90 per cent are expected to be paid within three to 14 days."
Wiebe is fairly confident that he will still qualify for some sort of support program, but his wife may not. Once the couple's $1,575 in rent and more than $500 a month in medical expenses are factored in, there will be little left for utilities and food.
The couple's October rent has been paid. But once they take a $20 cab ride to his wife's doctor's appointment next week, Wiebe said he will be down to his last $7.
"They talk about the hardships and how they understand it," he says of the government's assurances. "But until you've actually lived it, you don't truly grasp it."
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Wendy's is a popular international fast food chain which is known for its burgers, pizzas, French fries and other items. To apply for a job position as a support staff, waiter, attendant, chef, marketing official or any other post at Wendy's, one has to send in an application form to the authorities or the hiring officials at this food chain. Broadly, any such form can be termed as a Wendy's application form. A Wendy's application form is basically a form which consists of several fields that are needed by an employer to judge whether the candidate is suitable for the job position or not.
Wendy's application form is a useful form both for the employer and the aspiring candidates who wish to work at this food chain. These forms are useful for employers because by using these forms, they can receive all applications through the same method and do not need to go through letters and other application mediums. On the other hand, aspiring candidates do not need to frame official application letters and can simply fill in the form with their particulars and email or mail the form to the concerned authorities. This saves time and energy for both ends.


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The iSchools Caucus
School of Information
The Donald Bren School of Information and Computer Sciences
Graduate School of Education and Information Studies
School of Information Systems and Management, Heinz College
College of Information Science and Technology
College of Information
Graduate School of Library and Information Science
College of Information Studies
The School of Information
School of Information and Library Science
College of Information Sciences and Technology
School of Information Sciences
School of Communication, Information, and Library Studies
School of Information Systems
University of Texas, Austin
notably those at Georgia Tech, Carnegie Mellon, and UC Irvine. Of these Georgia Tech and Irvine have joined the iSchool caucus—Carnegie Mellon participates via the School of Information Systems and Management. All three represent movement toward the iSchool vision by computer scientists. In contrast, Syracuse and Pittsburgh have more alignment with information systems, UCLA with education, and Rutgers with communication.
So, from diverse origins, a collection of schools emerged with highly overlapping visions. This convergence suggests an academic movement with considerable traction. Its presence in several high-profile universities suggests that it is lodged under the academic skin. For sure, many top universities, such as Harvard, Stanford, Yale, and Virginia, have nothing in the area, but additional universities were in the Wikipedia iSchool list at the time of this writing, some of which are considering joining the iCaucus.
To anticipate how this might evolve, we can examine parallels. Interdisciplinary fields such as public policy and neuroscience succeeded first at a few pioneering universities, after which other major players created similar programs and eventually formed schools. Cognitive science had a similar multidisciplinary formation in the late 1970s, but growth has been slower, with several departments but no major schools. It is too early to confidently forecast the evolution of the information focus, but with so many schools already in place, it appears to have reached a critical mass.
The iConferences
A sense of common purpose and identity was forged by meetings of iSchool deans that evolved into the iConference series. In 1988 Dean Toni Carbo of Pittsburgh initiated semiannual gatherings with the Syracuse and Drexel deans, soon joined by Rutgers, at which they met privately and with the faculty of the host university to discuss a range of organizational, curricular, and research issues. This practice waned but was resumed by Carbo in 2001 with the inclusion of the University of Michigan, where the transformation of a leading library school had legitimized the effort in many eyes, and the University of Washington. In 2003 the number of participating Schools doubled [ 6].
Shared interests and common understanding were amplified by movements of faculty that somewhat resemble court marriages in feudal Europe. As noted, Hal Varian left Michigan to


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UN Speaker Stephane Dujarric Challenges Audience to 'Change the World'
Climate change, poverty, sustainable resources and gender equality were just a few of the pressing topics discussed Thursday during the Global Issues Forum hosted by the University of Houston-Downtown. The University welcomed United Nations Spokesperson Stephane Dujarric and president of the United Nations Association-Houston (UNA), the Honorable Teta Banks to talk about the current and future goals of the UN and address questions from the audience.
Gene Preuss, special assistant to the president, opened the ceremony by acknowledging the members of the audience, which included UH System Regent Paula Mendoza, members of the UNA-Houston board, Model U.N. participants from both UHD and Lone Star Colleges, students and faculty from Harmony Public Schools and members of the UHD community.
Preuss addressed the timeliness of the event, saying, "The City of Houston's annual Citizenship Month is just a few weeks away, and it is focused on recognizing and honoring the city's diversity and contributions to national and international development. I can imagine no better way to begin Citizenship Month than with today's distinguished guests."
Dujarric shared the mission, vision and current goals of the U.N. and challenged audience members to take ownership in issues related to human rights. "None of these problems is limited to a single country. Every issue is a human issue, and they all have a global impact," he stated. He went on to compare the United Nations to both a stage and an actor - serving as a forum for political and social discussion as well as a servant to humanitarian efforts.
The U.N. spokesperson highlighted the technological advantages, particularly in social media, that have caused a shift in power from governments to individuals and private sectors, a "multilateralism that should empower each global citizen to play a role in the efforts toward a more just world."
Representatives from Alpha Lambda Delta and Golden Key International honor societies presented Banks with a check for $1180 as a donation to the UNA's Nothing But Nets campaign, a program established to fight the spread of malaria by providing insecticide-treated bed nets to families across Sub-Saharan Africa - where the majority of all deaths and infections from malaria occur.
The event closed with questions from the audience about how the U.N. has and will address global issues, such as the Kashmir conflict, budgetary constraints, Ebola, and the Syrian civil war.


CAPE TOWN, South Africa (AP) - The goalkeepers at next year's World Cup should consider their geography before getting on the field.
A new study done by Adidas shows that altitude at the World Cup will have an impact of up to 5 percent on a ball's speed. That means, according to the study seen by The Associated Press, that a free kick from 20 meters (yards) during the final at the Soccer City stadium in high-altitude Johannesburg will reach the goal line 5 percent faster than it would at the Moses Mabhida stadium in sea-level Durban.
The translates into a free kick traveling at an average 126 kph (78 kph) at high altitude to 120 kph (74 mph) at sea level.
But if playing at high altitude has some drawbacks for goalkeepers, it also has its advantages. A goal clearance that travels 60 meters (yards) in Durban will travel 63 meters (yards) in Johannesburg. And even more importantly, free kick specialists will not be able to put as much spin on the ball because the thin air offers less grip to change course.
Among the nine host cities during the World Cup, Soccer City stands at 1,694 meters. The beach-side Moses Mabhida stadium is at only 8 meters.
Other stadiums higher than 1,000 meters include Bloemfontein at 1,351, Pretoria at 1,330, Polokwane at 1,230 and Rustenburg at 1,153. Apart from Durban, Cape Town and Port Elizabeth are also coastal.
Even more important than the speed of the ball will be the speed of players adapting to the different altitude levels. To get an edge, most of the major teams have already decided to set up camp as high as possible, mostly in and around Johannesburg. It is easier for players to adapt coming down to sea level rather than moving up to high altitude.
Adidas traditionally produces new balls for each World Cup and they invariably cause controversy since new technology almost always makes for a speedier ball that puts goalkeepers at a disadvantage. Keepers have complained that some balls also wobbled on long-distance drives, making them look foolish on some goals.
This time, Adidas is convinced the Jabulani, which means "to celebrate" in isiZulu, will sail true because small dots on the surface improve reliability in the air for "an exceptionally stable flight and perfect grip under all conditions."
For the fans, the new ball is a splash of color compared to the black-and-white Teamgeist ball used at the 2006 World Cup in Germany.
Adidas said the 11 colors not only represent the players on a team's starting lineup but also the 11 official languages and the 11 communities of the host country.
"This ball will unify us in this country," World Cup organizing chief executive Danny Jordaan said. "It carries a lot of hope for the future of this country."
Former Germany captain and coach Franz Beckenbauer remembers the days when the ball was made from leather and would soak up the pouring rain.
"You pulled a muscle because the ball was so heavy," Beckenbauer said.
World Cup lore shows that maybe the ball does matter. At the maiden World Cup in 1930, Argentina and Uruguay supposedly could not agree what ball to use, so they compromised and used a different ball in each half.
With its ball, Argentina raced to a 2-1 lead at halftime. But the Uruguayans bounced back with their ball and won the final 4-2.


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Q: How to structure Java Spring/Hibernate backend for bidirectional relationship I am building a twitter clone that has a OneToMany/ManyToOne Relationship with Users and Tweets (One user, many tweets etc).
I am using a bidirectional relationship, and using @JsonManagedReference and @JsonBackReference to handle the infinite recursion, however, since the infinite recursion has been solved, now I can't get the user information from each tweet.
Domain Objects:
User Object
@OneToMany(mappedBy = "user", fetch = FetchType.LAZY)
@JsonBackReference
private Set<Tweet> tweets = new HashSet<>();

Tweet Object
@ManyToOne
@JoinColumn(name = "user_id")
@JsonManagedReference
private User user;

API Responses
GET users (this one looks good)
[
    {
        "id": 1,
        "name": "Alex",
        "tweets": [
            {
                "id": 6,
                "tweet": "cook one meal, doesn't make u a chef"
            },
            {
                "id": 8,
                "tweet": "Red fox jumped over the barn"
            }
        ]
    }
]

GET tweets (this one isn't good, I don't have the user information on each tweet, but if I add it, then there will be infinite recursion again)
[
    {
        "id": 6,
        "tweet": "cook one meal, doesn't make u a chef"
    },
    {
        "id": 8,
        "tweet": "Red fox jumped over the barn"
    }
]

A: You could use JsonIgnoreProperties to tell Hibernate to ignore the property when serializing.
Tweet Object
@ManyToOne
@JoinColumn(name = "user_id")
@JsonIgnoreProperties("tweets")
private User user;

So now when you serialize your Tweet object it will contain all the User information except the tweets.


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Q: WPF - DataBinding (Command is not being executed) I am writing a WPF application where I wish to implement the MVM pattern.
My code is currently set up like this:
This is my view model class where I am exposing the command I wish to be executed as a property
```
    public HomeScreenViewModel(NavigationService mw)
    {
        this.mw = mw;
    }

    private RelayCommand _addStudent;
    public ICommand AddStudent
    {
        get
        {
            if (_addStudent == null)
            {
                _addStudent = new RelayCommand(param => this.OpenNewStudents(), param => true);
            }
            return _addStudent;
        }
    }

This is my xaml containing the layout of the corresponding view
<Page x:Class="test.HomeScreen"
  xmlns="http://schemas.microsoft.com/winfx/2006/xaml/presentation"
  xmlns:x="http://schemas.microsoft.com/winfx/2006/xaml"
  xmlns:mc="http://schemas.openxmlformats.org/markup-compatibility/2006"
  xmlns:d="http://schemas.microsoft.com/expression/blend/2008"
  xmlns:local="clr-namespace:test"
  mc:Ignorable="d"
  d:DesignHeight="450" d:DesignWidth="1300"
  Title="HomeScreen">
<WrapPanel VerticalAlignment="Center" HorizontalAlignment="Center">
    <WrapPanel HorizontalAlignment="Center" Height="300" Margin="0,0,0,0" VerticalAlignment="Center" Width="1300">
    <Button Content="AddStudent" Command="{Binding AddCommand}"  Style="{StaticResource ButtonStyle}" />
    <Button Content="AddStudent" Style="{StaticResource ButtonStyle}" />
    <Button Content="AddStudent" Style="{StaticResource ButtonStyle}" />
    <Button Content="AddStudent" Style="{StaticResource ButtonStyle}" />
    <Button Content="AddStudent" Style="{StaticResource ButtonStyle}" />
    <Button Content="AddStudent" Style="{StaticResource ButtonStyle}" />
    <Button Content="AddStudent" Style="{StaticResource ButtonStyle}" />
    <Button Content="AddStudent" Style="{StaticResource ButtonStyle}" />
    <TextBox Text="{Binding Path=HI}" Width="200" Height="200"/>
    </WrapPanel>
<Canvas Margin="350, 100,0, 0" Height="300" Width="1350" VerticalAlignment="Center" HorizontalAlignment="Center">
        <Image Source="Logo.PNG"/>
    </Canvas>
</WrapPanel>

I have set the command of the top button using the binding syntax in the WrapPanel.
This HomeScreen page is linked from a naviagation window and is the source of the navigation window (xaml file):
<NavigationWindow x:Class="test.MainWindow"
    xmlns="http://schemas.microsoft.com/winfx/2006/xaml/presentation"
    xmlns:x="http://schemas.microsoft.com/winfx/2006/xaml"
    xmlns:d="http://schemas.microsoft.com/expression/blend/2008"
    xmlns:mc="http://schemas.openxmlformats.org/markup-compatibility/2006"
    xmlns:local="clr-namespace:test"
    mc:Ignorable="d"
    Title="School Management App" Height="350" Width="1250"
    Source="HomeScreen.xaml">
 </NavigationWindow>

I have my HomeScreen view constructor set like this:
public partial class HomeScreen : Page
{
    public HomeScreen()
    {
        InitializeComponent();
        this.DataContext = new HomeScreenViewModel(this.NavigationService);
    }
}

My infrastructure is set up as I have described above and my implementation of relay command is taken from this site https://msdn.microsoft.com/en-us/magazine/dd419663.aspx.
When I run my application and I press the corresponding button, nothing happens. I was wondering if someone could help me figure out what is wrong and why the command binding isn't working. It would be much appreciated, thanks :)
as a side note, could someone give me some tips on what the best way to debug wpf applications and figure out what bindings exist at run time.
Thanks :)

A: your command name is AddStudent, but you use AddCommand in xaml. Just correct the name:
Command="{Binding AddStudent}"


Thanks, Ken! And nice work with the half-marathon.
The NYC Marathon would be great to run… 3:05 is a fair pace… if I did another marathon 3 hours would be my goal, however, I think I'd do an ultra-marathon on a trail, in nature, before another city marathon.
Cheers & keep up the good effort!